Effect of HRM practices


Although considerable research has been conducted over the last two decennaries to find how employees ‘ committedness to an organisation develops ( see Meyer & A ; Allen, 1997, for a reappraisal ) , the possible impact of human resource direction ( HRM ) patterns on committedness has received far less attending than it deserves. The consequences of those surveies that have been conducted, nevertheless, do supply some grounds to propose that organisations can act upon employees ‘ committedness through their HRM patterns. Possibly more significantly, the findings suggest that the nature and strength of the influence might be determined by how employees perceive these patterns. The effectual usage of HRM patterns to further employee committedness, hence, requires an apprehension of the mechanisms by which these patterns exert their influence on employee committedness. The intent of the present research was to prove the hypothesis that dealingss between HRM patterns and committedness are mediated, at least in portion, by employees ‘ perceptual experiences of procedural justness and organisational support. To supply a principle for this hypothesis, we foremost reexamine bing grounds associating HRM patterns to commitment. We so discourse recent developments in the conceptualisation and measuring of committedness and their deductions for our survey. Finally, we describe the constructs of procedural justness and organisational support and sketch the grounds why we expected them to intercede the dealingss between HRM patterns and committedness.

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Evidence for Relations between HRM Practices and Commitment

Although limited, there is some empirical grounds associating employee committedness to existent and sensed FIRM patterns. Ogilvie ( 1986 ) , for illustration, found that, even with personal and work features controlled, employees ‘ perceptual experiences of two features of HRM practices-accuracy of the virtue evaluation system and equity of promotions-contributed to the anticipation of committedness. Gaertner and Nollen ( 1989 ) found that employees ‘ committedness was related to both existent and sensed HRM patterns, including internal publicity, developing chances, and employment security. Kinicki, Carson, and Bohlander ( 1992 ) found differences in the commitment-related work attitudes of employees in two organisations that were judged by the writers to differ in the quality of their HRM patterns. In add-on to the aforesaid surveies, which took a reasonably broad-based attack to the probe of HRM patterns and committedness, committedness has been examined as a possible result variable in surveies concentrating on specific HRM patterns. The consequences of this research have demonstrated links between committedness and patterns refering to recruitment, socialisation, preparation, appraisal, publicity, and employee ownership.

Although the findings of these surveies suggest that HRM patterns are related to employee committedness, some research workers have noted that these dealingss are non needfully direct or unconditioned. For illustration, Kinicki et Al. ( 1992 ) found that the links between existent HRM patterns and work attitudes ( including pride in working for the organisation ) were mediated by perceptual experiences of the organisation ‘s committedness to HRM activities that benefit employees ( e.g. , preparation, publicity ) . In a similar vena, Koys ( 1991 ) found that employees ‘ committedness to their organisation was related to their belief that the organisation ‘s HRM patterns were motivated by a desire to pull and retain good employees and to be fair in their intervention of employees. In contrast, committedness was unrelated to perceptual experiences that HRM patterns were motivated by a desire to increase productiveness or to follow with employment Torahs. In visible radiation of these findings, it can non be assumed that the execution of a peculiar pattern ( e.g. , developing ) will needfully heighten committedness. Rather, the execution of preparation might bring on employees to see the organisation ‘s motive ; whether committedness is influenced or non might depend, in bend, on the consequences of this attributional analysis. That is, committedness might be influenced more by the message that FIRM patterns convey to employees than by the patterns themselves ( Guzzo & A ; Noonan, 1994 ; Iles, Mabey, & A ; Robertson, 1990 ) . It is nevertheless of import to see that committedness itself can take different signifiers, and that the mechanisms through which FIRM patterns influence the assorted signifiers of committedness might besides be different.

The Nature and Measurement of Commitment

It is now by and large accepted that employees ‘ committedness to the organisation can take assorted signifiers, and that the ancestors and effects of each can be rather different ( Meyer & A ; Allen, 1997 ) . Furthermore, instruments have been developed to mensurate committedness as a multi-dimensional concept. For illustration, Meyer, Allen, and Smith ( 1993 ) identified and developed steps of three signifiers of committedness: affectional, continuation, and normative. Affectional committedness reflects an emotional fond regard to, designation with, and engagement in the organisation. Continuance committedness is based on the sensed costs associated with stoping employment with the organisation. Finally, normative committedness reflects a sense of duty on the portion of the employee to keep rank in the organisation.

Previous surveies of the effects of HRM patterns on committedness have typically measured affectional committedness. Meyer and Allen ( 1997 ) suggested, nevertheless, that HRM patterns might besides act upon continuation and normative committedness. See the disposal of benefits as an illustration. Employees who are the receivers of attractive benefits bundles might ( a ) position the organisation as lovingness and supportive, and hence develop a stronger affectional committedness, ( B ) believe that to lose such a bundle would be dearly-won, and hence experience greater continuation committedness, and/or ( degree Celsius ) feel indebted to the organisation, and hence develop a stronger normative committedness. The advantages to organisations of holding a committed work force tend to be greatest in the instance of affectional committedness ; the effects of high degrees of continuation committedness can really be negative ( Meyer & A ; Allen, 1997 ) . That is, affectional committedness has been shown to hold the strongest positive correlativities with desirable work behaviour ( e.g. , public presentation, attending, citizenship ) ; correlativities between normative committedness and these same behaviours besides tend to be positive, albeit slightly weaker. Correlations with continuation committedness are weaker still and have been found to be negative in some instances ( Shore & A ; Wayne, 1993 ) . Therefore, organisations desiring to increase the committedness of their employees through their HRM patterns are likely to desire to increase affectional committedness, or normative committedness, without increasing continuation committedness.

As noted earlier, old research has provided grounds to propose that HRM patterns might hold their greatest impact on affectional committedness when it is believed that the organisation is motivated by the desire to make a clime of concern and lovingness ( Kinicki et al. , 1992 ) and to be just in its traffics with employees ( 1991 ) . These conjectural mechanisms correspond closely to two variables that have late been the focal point of considerable research attending in their ain right: organisational support ( Eisenberger, Huntington, Hutchison, & A ; Sowa, 1986 ) and organisational justness ( Folger & A ; Cropanzano, 1998 ) .

Therefore, we turn now to a brief treatment of these variables and their dealingss to employee committedness. Although most of the research associating committedness to organisational support and justness has focused on affectional committedness, we speculate besides on possible links to normative and continuation committedness.

Organizational Support and Procedural Justice as Mediators

Eisenberger, Fasolo, & A ; Davis-LaMastro ( 1990 ) have argued that employees are more likely to go committed to an organisation if they believe that the organisation is committed to them. This committedness on the portion of the organisation can be demonstrated through the degree of support provided to employees. Eisenberger et Al. developed a step of sensed organisational support that has later been shown to be positively related to employees ‘ affectional committedness to the organisation. Normative committedness has been found to correlate positively with related concepts such as organisational dependableness and direction receptivity ( Allen & A ; Meyer, 1990 ) . Therefore, it is possible that employees will besides experience a greater sense of duty to stay if they view the organisation as supportive. Indeed, normative committedness might be one manifestation of employees ‘ response to organisations that are perceived to supply support as portion of the psychological contract with employees ( Rousseau, 1995 ) . Studies conducted to analyze the nexus between organisational support ( or related concepts ) and continuation committedness have reported merely weak negative correlativities ( Allen & A ; Meyer, 1990 ; Shore & A ; Wayne, 1993 ) . There is small ground to believe, hence, that perceived organisational support affects employees ‘ perceptual experiences of the costs of go forthing the organisation.

Employees ‘ affectional committedness to their employers has besides been found to correlate with perceptual experiences of organisational justness ( Folger & A ; Konovsky, 1989 ; Sweeney & A ; McFarlin, 1993 ) . Like committedness, organisational justness can take assorted signifiers ( Folger & A ; Cropanzano ) . Possibly most relevant to the present treatment is the differentiation made between the equity of results received ( distributive justness ) , and the equity of the processs used in finding these results ( procedural justness ) . Although both distributive and procedural justness are of import and have been linked to work attitudes and behaviour, recent grounds suggests that procedural justness is a better forecaster of employee committedness to the organisation than is distributive justness ( Folger & A ; Konovsky, 1989 ; Sweeney & A ; McFarlin, 1993 ) . This might reflect a belief that organisations have more control over decision-making procedures than they do over the outcomes themselves. Alternatively, it might be that the usage of just processs in decision-making provides grounds of a echt lovingness and concern on the portion of the organisation for the wellbeing of employees ( Lind & A ; Tyler, 1988 ) .

Although most justness research has focused on its deductions for affectional committedness, there is some grounds to propose that normative committedness is besides positively related to procedural justness ( Lynn, 1992 ) . Findingss refering the relation between procedural justness and continuation committedness have been mixed. Moorman, Niehoff, and Organ ( 1993 ) reported a important positive correlativity ; Lynn ( 1992 ) reported a important negative correlativity, and Konovsky and Cropanzano ( 1991 ) a non-significant negative correlativity. Even when important, nevertheless, the correlativities were rather weak. It appears, hence, that justness perceptual experiences are improbable to hold much of an impact on continuation committedness.

The Present Research

In the present research, we examined the dealingss between committedness and employees ‘ perceptual experiences of HRM patterns within four functional countries: public presentation assessment, benefits, preparation, and calling development. Although HRM patterns within these countries have been linked to commitment in some old research, our survey extends this research by ( a ) analyzing dealingss with three distinguishable signifiers of committedness ( affectional, continuation, and normative ) , ( B ) proving for the possible mediating effects of procedural justness and organisational support, and ( degree Celsius ) sing the impact of all four HRM maps at the same time. We discussed the first two progresss earlier. The benefit of analyzing the impact of the HRM maps together, instead than separately as has been the instance in most old research, is that HRM patterns in organisations tend to be related, peculiarly when they are portion of co-ordinated systems ( see Huselid, 1995 ; Snell & A ; Youndt, 1995 ) . Consequently, when looked at separately, the dealingss between peculiar HRM patterns and committedness are hard to construe ( Meyer & A ; Allen, 1997 ) . These dealingss could reflect a causal connexion between a peculiar pattern and committedness or, instead, they could be specious and simply reflect common dealingss with other HRM patterns or concern schemes.

We examined the alone part of HRM patterns, or, more accurately, employees ‘ rating of these patterns, utilizing structural equation mold analyses. Of class, the possibility remains that ascertained dealingss reflect the impact of other immeasurable variables ( e.g. , concern schemes ) . Because associations with other HRM patterns that are likely to be included in a comprehensive HRM system were controlled, nevertheless, our assurance that any important dealingss observed reflect meaningful parts of specific HRM patterns to the anticipation of employee committedness is increased.

For intents of analyses reported in this article, we assessed employees ‘ perceptual experiences of HRM patterns at an appraising degree. ‘ That is, we asked employees to rate the quality ( e.g. , fairness, fight ) of their organisations ‘ HRM patterns within the four functional countries noted above. The inquiries were tailored to the specific HRM map being evaluated. For illustration, we asked participants to measure the equity of the public presentation assessment system in their organisations because equity has been found in old research to hold of import deductions for employees ‘ reactions to their assessments ( e.g. , Greenberg, 1986 ; Landy, Barnes, & A ; Murphy, 1978 ) . We did non mensurate equity of preparation, nevertheless, because it seemed to us less relevant to the rating of overall quality of preparation patterns ; in this instance, we judged that fight with preparation chances available elsewhere would be more relevant.

In amount, the present research was conducted to prove the undermentioned hypotheses. First, we expected that employees ‘ committedness to the organisation, every bit good as their perceptual experiences of procedural justness and organisational support within their organisation, could be predicted from their ratings of HRM patterns. Second, we hypothesized that the dealingss between employees ‘ rating of HRM patterns and their affectional and normative committedness to the organisation would be mediated by their perceptual experiences of procedural justness and organisational support. Procedural justness and organisational support were non expected to intercede the dealingss between the ratings of HRM patterns and continuation committedness. To the extent that these dealingss exist, they were expected to be direct ( within the system of variables examined in this research ) .


Participants and Data Collection Procedures

Participants in this research were recruited in two ways. The first set of participants ( Sample 1 ) was recruited through employee contacts at assorted organisations. In entire, 94 persons ( 25 work forces and 69 adult females ) agreed to take part and returned completed studies. These persons were employed in more than 30 different organisations and represented at least 47 different businesss. The mean age of participants was 38 old ages, the mean term of office was 9.2 old ages, and the mean work experience was 16 old ages. The bulk of participants ( 91 % ) were employed full clip ; the balance were employed portion clip but had at least some experience with the HRM patterns assessed in this survey ( e.g. , preparation, public presentation assessment ) . Datas obtained from these participants were used in preliminary analyses to measure the steps, peculiarly those developed for the present research. No major jobs were identified and, hence, an indistinguishable study was used in informations aggregation from a 2nd set of employees recruited through contacts within five little organisations ( Sample 2 ) .

The organisations from which we recruited the Sample 2 participants ranged in size from 50 to 175 employees. Four of the five organisations were involved chiefly in fabrication and distribution ; the fifth provided fiscal services. Permission to study employees at each organisation was obtained from the human resource director. At four of the companies, studies and explanatory screen letters were distributed to employees at work. At three of these companies, the completed studies were returned in certain envelopes through the company mail system to the human resource section and so forwarded to the research workers ; at the 4th company, employees mailed the studies straight to the research workers. At the 5th company, studies were mailed to employees ‘ places and were returned, by mail, straight to the research workers.

A sum of 187 non-managerial employees ( 61 work forces and 118 adult females ; 8 did non describe sex ) from these five organisations returned functional studies. The overall response rate was about 40 % . This response rate is based on the figure of studies delivered to the organisations for distribution and is hence a lower edge estimation ; we do non cognize what proportion of these studies was really delivered to employees. The mean age was 36.7 old ages, mean term of office was 8.4 old ages, and mean work experience was 16.8 old ages. The bulk of participants ( 96 % ) were employed full clip ; merely one individual reported working portion clip ( 6 did non bespeak employment position ) .


Percepts of Human Resource Management Practices

Participants responded to a series of inquiries designed to measure ratings of their organisations ‘ patterns refering to public presentation assessment, benefits, preparation, and calling development.


The preparation steps included points turn toing satisfaction with preparation ( 4 ) , the comparison of developing with that provided by other organisations ( 2: item-specific graduated table ground tackles ) , and the sufficiency of developing received ( 2 ) . The coefficient alpha for the composite step was 0.91.

Organizational Committedness

We measured affectional, continuation, and normative committedness utilizing the 6-item graduated tables developed by Meyer et Al. ( 1993 ) . Responses were made on 7-point disagreeagree graduated tables and evaluations were averaged across points to give scale tonss ( coefficient alphas = 0.81, 0.70, and 0.83, severally ) .


Datas from the two samples were ab initio analyzed individually. Because the form of consequences was similar, the informations were combined for the analyses reported here. To prove our mediation hypothesis, we developed and tested the causal theoretical account presented in Figure 1. In add-on to the primary variables of involvement, Figure 1 includes term of office and sex as control variables. ( Age was non included as a control because it was extremely correlated with term of office. ) For simpleness, correlativities among the HRM variables are non indicated in the figure.

Consistent with our hypothesis, the theoretical account includes waies from the HRM rating steps to procedural justness and organisational support, and from justness and support to affective and normative committedness. That is, the links between employees ‘ ratings of HRM patterns and affectional and normative committedness were expected to be mediated wholly by perceptual experiences of justness and support. In contrast, the effects of employees ‘ beliefs about HRM patterns on continuation committedness were expected to be direct, therefore the pointers associating the rating measures to continuance committedness.

In add-on to those waies of direct relevancy to our mediation hypothesis, the theoretical account includes waies required to account for known dealingss among the endogenous variables. Specifically, we anticipated that there would be important positive dealingss between the two mediating variables, procedural justness and organisational support, and between affectional and normative committedness. In the absence of empirical grounds refering the way of causality in these dealingss, we were forced, for theoretical account testing intents, to do opinions based on our current apprehension of the concepts involved. In the instance of the relation between the mediating variables, we reasoned that organisational support is a broader concept and is hence more likely to be influenced by perceptual experiences of procedural justness than the contrary ( californium. Fasolo, 1995 ; Shore & A ; Shore, 1995 ) . Consequently, in our initial theoretical account, we included a causal way from justness to back up.

To account for the correlativity between affectional and normative committedness, we included a way from the former to the latter. This determination was based on the determination that many of the work experience variables found to correlate with affectional committedness besides correlative, albeit non as strongly, with normative committedness ( see Allen & A ; Meyer, 1996 ) . Therefore, we reasoned that employees who want to stay in the organisation because of their positive experiences might besides experience some sense of duty to make so. The contrary, nevertheless, is non needfully the instance. That is, employees can experience a sense of duty to go on employment ( e.g. , to refund the organisation for valued preparation ) without experiencing an affectional fond regard to the company.

We tested the mediation theoretical account utilizing AMOS 4.0 ( Arbuckle, 1999 ) to bring forth maximal likeliness parametric quantity estimations. Because we were interested chiefly in proving the structural theoretical account, we conducted the analysis on the matrix of covariances among scale tonss. We corrected for measurement mistake following processs used antecedently by Williams and Hazer ( 1986 ) and Farkas and Tetrick ( 1989 ) . Specifically, the way associating the latent variable ( implicit in concept ) to the index ( measured variable ) was set equal to the square root of the index ‘s coefficient alpha, and the random mistake discrepancy for each index was set equal to the merchandise of 1.00 subtractions alpha and the discrepancy of the index. We assumed that the control variables ( sex and term of office ) were measured without mistake.

We assessed theoretical account tantrum utilizing the Tucker Lewis Index ( TLI ) ( Tucker & A ; Lewis, 1973 ) and the Root Mean Squared Error of Approximation ( RMSEA ) ( Steiger, 1989 ) . Both of these indices include parsimoniousness as a standard in the appraisal of tantrum ( i.e. , enforce a punishment for inclusion of extra waies ) . TLI values greater than 0.90 are by and large considered to bespeak a good tantrum. Valuess of the RMSEA below 0.08 indicate a sensible tantrum, and those below 0.05 indicate a good tantrum to the informations ( Browne & A ; Cudeck, 1993 ) .

Following our trial of the initial theoretical account, we conducted analyses to measure viing theoretical accounts that reversed or loosen up our initial premises. First, we tested theoretical accounts in which we reversed the way of the waies linking organisational support and procedural justness, and affectional committedness and normative committedness. In each instance, we examined the impact that these reversals had on parametric quantity estimations of relevancy to our mediation hypothesis. Following, we assessed the truth of our premise that the effects of HRM ratings on affectional and normative committedness would be wholly mediated by proving theoretical accounts that included direct waies. These waies were included one at a clip, and betterment in tantrum over the initial theoretical account was evaluated utilizing alteration in chi^sup 2^ as a standard ( Bentler & A ; Bonett, 1980 ) .


The agencies, standard divergences, dependabilities, and correlativities among the survey variables are reported in Table 1. The sample size varies across variables due to losing informations. The correlativities in Table 1 are based on the maximal sample available for each combination of variables.

Affectional and normative committedness both correlated significantly with all of the HRM rating steps. Continuance committedness did non correlate significantly with any of the HRM rating steps. Continuance committedness did, nevertheless, correlate significantly with all three demographic variables: age, sex, and term of office. Finally, affectional and normative committedness were extremely correlated.

Structural Equation Modeling Analysiss

The coefficient for the waies associating organisational support to affective and normative committedness were important as predicted. Neither of the coefficients for the waies associating procedural justness to affective and normative committedness was important, nevertheless. Consequently, the relation between procedural justness and committedness was wholly mediated by organisational support.


The findings of this survey were by and large consistent with those of old research ( e.g. , Gaertner & A ; Nollen, 1989 ; Koys, 1988, 1991 ; Ogilvie, 1986 ) in showing links between organisational HRM patterns and employees ‘ affectional committedness. They extend old findings by exemplifying that dealingss between these HRM patterns and affectional committedness are mediated by perceptual experiences of organisational support and, to a lesser extent, procedural justness. This suggests the possibility that HRM patterns might function as one agencies by which organisations can show their support for, or committedness to, their employees and, in bend, further a mutual fond regard by employees ( californium. Eisenberger et al. , 1986 ; Shore & A ; Wayne, 1993 ) .

Our findings besides suggest that perceptual experiences of FIRM patterns are related to employees ‘ normative committedness to the organisation. With one exclusion, to be discussed subsequently, the dealingss between perceptual experiences of HRM patterns and normative committedness were besides mediated by affectional committedness. Therefore, to a big extent, employees ‘ sense of duty to stay with the organisation might be due to the same experiences, including just and supportive HRM patterns, that contribute to their desire to stay. In any instance, our findings suggest that HRM patterns are related, albeit indirectly, to affective and normative committedness which, in bend, have been found in old research to be related to desirable work behaviour ( e.g. , public presentation, attending, citizenship ; see Allen & A ; Meyer, 1996 ) . Consequently, there are possible organisational benefits to be derived from the usage of just and supportive HRM patterns. Indeed, it is possible that the fiscal benefits that have been demonstrated late to ensue from effectual HRM schemes ( e.g. , Huselid, 1995 ; Huselid, Jackson, & A ; Schuler, 1997 ; Youndt, Snell, Dean, & A ; Lepak, 1996 ) are, at least in portion, mediated by their effects on employee committedness.

Although we speculated that HRM patterns might besides impact continuation committedness by doing it dearly-won for employees to go forth ( e.g. , acquired accomplishments would be less utile elsewhere ) , our findings provided small grounds for this. The HRM rating steps did non lend significantly to the anticipation of continuation committedness, either separately or as a group. The best forecasters of continuation committedness in this survey were the demographic variables we included in the analysis as control variables. Therefore, it seems that adult females and more senior employees perceived greater costs associated with go forthing the organisation than did work forces and newer employees, but that these perceived costs were independent of their ratings of the HRM patterns examined in this survey.

Evaluations of calling preparation and development were found to be the best forecasters of affectional and normative committedness. This is possibly non surprising given that these patterns are involved in fixing employees for a hereafter in the organisation. Organizations that take an active function in assisting employees to fix themselves for promotion in the organisation, and do so in a manner that creates a perceptual experience of support, might further a stronger bond to the organisation among employees than those that do non. Gaertner and Nollen ( 1989 ) came to a similar decision based on their findings that perceptual experiences of the organisation ‘s attachment to career-oriented employment patterns were related to commitment among employees in a Fortune 100 fabrication house.